Archive for Competitive Intelligence

Am I being paid what I am worth?

How do I stack up to my peers?

As Human Resources and Recruiting professionals, it is understood that we must be aware of the salary ranges and restrictions put on positions and levels we are responsible for! While at the same time, we may often neglect to understand our own worth and how well we fare within our own functional areas as it relates to our peers.

As compilers of information we recently interviewed over 210 human resources and recruiting professionals to ensure the accuracy of the report. Salaries may vary depending upon industry, location and experience.

Director of Recruiting/ Talent Acquisition Director – $75,000- $175,000. The Director Title is found many times in larger organizations.

Recruiting Leader/Talent Acquisition Leader/Vice President level - $135,000-$300,000 (above the director level). Huge range but none the less there were about 7% of those interviewed right around the $300,000 level.

This study was conducted in July 2012 and released in August. This information is based on telephone interviews professionals in recruiting and human resources. If you have any questions, please feel free to contact Sheila Greco 518 842-4611 ext 221 or sgreco@sheilagreco.com. If you are interested in organization charts of these teams we may be able to help. Just connect with us.

SGA ExecutiveTracker is more than just a research & recruiting tool. It is a compiled database of names, titles, emails, biographies and direct dials. It complements many Daas competitors and LinkedIn.

SGA ExecutiveTracker can be segmented by functions, industries, Fortune rank and has many frequent highlights as part of the solution. We track over 14,000 Companies that are part of such lists as Fortune, Forbes, Fastest Growing Companies and those that are leaders in their industries. We do not track every company, but many of major ones. We go deep into companies with information that is difficult to obtain and maintain!

In addition to SGA ExecutiveTracker retail strength, one of SGA’s core strengths in the retail sector and our ability to map out many retailers top to bottom, (customized research). Our clients have the opportunity to use this for recruiting, benchmarking and talent management.

Hundreds of our clients have reaped the benefits of this powerful tool. Unlike many B2B contact competitors, SGA ExecutiveTracker’s claim to fame is if the information is wrong, it is corrected at no additional cost! How is that for 100% client satisfaction?

SGA ExecutiveTracker can be segmented by functions, industries, Fortune rank and has many frequent highlights as part of the solution. We track over 14,000 Companies that are part of such lists as Fortune, Forbes, Fastest Growing Companies and those that are leaders in their industries. We do not track every company, but many of the major ones. We go deep into companies with information that is difficult to obtain and maintain!

For those clients who buy packages to our other services, SGA ExecutiveTracker costs as low as $10.00 per day! Check out SGA ExecutiveTracker now.

Lots of Executives In Between….Don’t Wait! Sign up today for SGA ExecutiveTracker to have access to all this great information!! Yes, depending on the package you buy, you could have access for as low as $10 per day! Call us 518 843-4611 ext 221 or email Sheila at sgreco@sheilagreco.com

Incorporating Customized Competitive Intelligence Into Your Recruiting Strategy Makes A Lot Of Sense. When it comes to sourcing hard to find talent, the easiest way to do so is to conduct competitive intelligence on your competitors and the companies on the target list. Having data on the available talent can and does help with making solid recruiting decisions.

Let me compare it to handicapping. Handicappers base their decisions on data. Many start by taking a look at the talent of each horse and compare it to the competition. When they place their bet, or choose their top pick, they are confident they have chosen the best horse in the race based upon information to include individual talent, facts and statistics. Shouldn’t recruiters be doing this too?

Think about it. Recruiters will take any edge they are given, so give them this edge. We all need it in order to recruit top talent EVERYONE wants and needs. Having access to the potential talent pool, facts, data, and statistics, will in turn w give them the ability to reach the best of breed talent before the competition does. Competitive Intelligence requires upfront work, but long-term it cannot be beat! Knowledge is Power!

As I speak with clients and others regarding recruiting and current recruiting strategies, it is mind-boggling to me to think that hires are made without knowledge and data. As I walk them through the process and speak about the benefits of combining the two in the recruiting process, they begin to see the many benefits. I ask them, with your current recruiting strategy and process do you feel confident that the best candidate was chosen if there isn’t data to back it up? What are your thoughts?

Incorporating Customized Competitive Intelligence Into Your Recruiting Strategy saves time, money and the overall return on investment to the company is priceless.

Just wanted to give you something to think about over the weekend!

Thanks for stopping by! Have a question or comment call me at 518 843-4611 or email sgreco@sheilagreco.com.

Mapping competitors, best of breed organizations and back yard warriors are super hot right now. Organization Mapping provides a cross functional picture of an organization. Pictures speak in volumes (organization charts) and can help with making recruiting decisions, talent management strategic planning and is widely used for competitive intelligence purposes. Today, smart companies are moving toward strategically aligning recruiting with competitive intelligence teams. Should you be doing the same? Or have you been using recruiting as a way to gain information about your competitors for quite some time. If you have you are not alone.

Where Is The Talent

Organization Mapping shows how the target companies are organized, where the teams fit within the organization, the size, unique titles, if there are any, and much more.

Who Is On The Team?

Now you know where the team is, you want to know about the players. You want to know who are the stars on the team, their backgrounds, education, years with the company, diversity, greatest accomplishments. What you can do with this information can be endless! Can this help with current & future challenges!

Building competitiveness these days requires more than just your brand name, your product/services, and customer service just to name a few. It’s about talent too. You need the right people, doing the right things! You need the best talent on the market. You need superstars. As you continue to build your teams you need to be aware of who is out there. We have heard the phrase, “people are our company’s greatest asset,” I agree! There is a lot of truth to this, but I sometimes wonder if companies really mean this and believe enough in this that as they recruit they sincerely look to hire the best available. If you believe in this you need information that helps get you there. Please read this interesting article written by Jennifer Blanchard | HRTools.com Business Writer.

Organization Mapping is the current trend. I believe in it and can see the value it has. Be in the know! Know your competitors, know the talent and create the strongest team you can so you can win!!! Having top talent on the team creates at a minimum competitive teams and often times winning ones! But you can only do this if you are aware of the best players out there.